组织中的社会交换：由直接到间接

社会交换理论被引用来研究组织中的两种交换：员工与所在组织之间的交换——“感受组织支持”（POS）和员工与直接上司之间的交换——“领导—成员交换”（LMX）。以往的研究侧重于“直接交换”，即：从POS和LMX到员工工作产出的直接回归。该文以员工的组织情感承诺和工作满意感为中介变量，考察POS和LMX对员工工作产出的间接影响。在919份有效问卷的基础上，通过结构方程模型的比较，结果发现：组织情感承诺和工作满意感的确可以在POS和LMX与员工工作产出之间承担全部或部分中介的角色。这说明，员工与组织之间、上司与下属之间的交换只有小部分是“直接交换”，大部分则属于“间接交换”。最后，作者讨论了这些新发现的理论意义和实践意义，并指出了该研究的不足之处。

Social Exchanges in Organizations: From Direct to Indirect Exchanges

Two main social exchanges, POS (exchange between employees and their organizations) and LMX (exchange between employees and their immediate supervisors), have been researched in organizational behavior. But the present papers only focus on direct exchanges, namely from POS and LMX directly, without any mediator to employees' work outcomes, such as organizational commitment, job satisfaction, job performance, organizational citizenship behavior and turnover intentions. In this paper, we test the effects of POS and LMX on above work outcomes mediated by organizational affective commitment and job satisfaction. Based on 919 valid data, we compare four structure equation models and find the effects of POS on employees' outcomes are all indirect, while the effects of LMX on the outcomes are both direct and indirect. The theoretical and practical implications of the different findings and the limitations of the research are also discussed.